Understanding human behavior is critical to the success of the organization. This involves a study of the human behaviors dominant in an organization. An analysis of the behavior of an organization helps identify the weaknesses as well as the strengths of an organization. The assessment also aids in developing a strong culture that the teams use in their operations. A strong organizational behavior is firstly observed in the individual behaviors of the organization. The employees help shape the behavior of an organization as well as its culture. A strong organizational culture promotes the creation of clear communication lines. The communication lines help bridge the gap between the members of staff, including between the employees and co-workers, between the employees and their subordinates, and between the subordinates and policy makers. Clear communication lines aid in passing various directives down the organizational structure for the smooth implementation of goals and strategies. Clear communication lines also empower the strategies developed by the senior employees by ensuring that they are implemented.

The most crucial driver of organizational behavior is transformational leadership. A transformational leadership is one that enhances the morale, motivation, and performance of the employees. It achieves this through a variety of mechanisms aimed at connecting the self-worth of employees to that of the organization. The transformational leadership forms the custodian of the organization's behaviors, and sees to it that the objectives and goals of the organizations are met. The paper further discusses the various variables of organizational behavior in depth, in the following sections.

As argued by Hiriyappa (2009), Organizational behavior focuses on how organizational structures affect the behavior of the staff within organizations. It investigates organizations from varied levels and viewpoints. This includes a look at the behaviors within organizations as well relation to other organizations. Micro-organizational behaviors help to explain group and individual dynamics within an organizational setting. On the other hand, macro-organizational framework analyses whole industries and organizations. This includes how the organizations strategize, how they adapt, and the principles that the organization employ. Organizational behavior focuses on the impact groups, individuals, and structures have on the behavior of the workforce within an organization. It combines aspects of sociology, management, communication, and psychology to access the performance of the organization in relation to human behavior (Hiriyappa 2009, p. 65).

The kind of behavior for a particular organization is accomplished through a systematic approach. The process involves the interpretation of people's organizational relationships in three faces, this is: the whole person, the entire group, the organization and the entire social system. The main objective is to maintain better relationships by accomplishing human goals, those of the organization, as well as the social objectives. An analysis of the behavior of an organization encompasses an analysis of the leadership, the teams in that form the organization, human behavior, organizational change and sundry.

The base of the organization rests on management's goals, vision, values and philosophy. Consequently, these rows the culture of the organization. The culture comprises of the informal organization, the formal organization and its social environment. The culture of the organization determines its leadership style, the group dynamics and communication. This forms the perception of the workers. They view the culture as the quality of work that determines their scale of motivation. The resultant outcome are the individual satisfaction, personal growth and development and performance. All these tenets form the final model that the organization operates on (Hiriyappa 2009, p.123).

One of the critical variables that help shape organizational behavior is the motivated leadership that facilitates in always playing a vital role in the development and unrelenting productivity of any thriving organization. Nevertheless, numerous managers are ascertaining effectual leadership that does not regularly come unsurprisingly to them. The practical and production skills they have cautiously sharpened are basically not convenient to numerous state of affairs requiring interpersonal and leadership capabilities (Borkowski 2011, p.125).

In the modern business surroundings, latest and better still seasoned executives alike are anticipated to presuppose even bigger accountability in restructuring their business for the challenge of the prospect. The limelight is falling on those important institutional players who can provide motivated, vibrant headship to their contemporaries at all levels in the institute. In this modern era, an aspiring leader should have what it takes to offer exemplary leadership. An application of the expertise of premeditated thinking, effectual communication, interpersonal approaching would come in handy. In addition, the capability to cultivate a sagacity of cooperation and empowerment to others is vital (Adler & gundersen 2008).

The joint effects of perceived transformational leadership and the core self-assessment of employees is key to establish organizational commitment. Event through the self-evaluation are crucial, it is transformational leadership that safeguards the level of organizational commitment. Transformational leadership defines clear calculated goals for the organization. These are complemented by well defined performance standards (Borkowski 2011, p.225). This is critical in ensuring that the workforce work within a productive level. An effective organizational behavior comes in handy at this point, to carry on with maintaining the productive level. The self-assessment procedures offer an efficient way of centering the leader's attention on crucial improvements. The self-assessment criteria should also be applied at the employee level. This result in greater levels of employee loyalty, satisfaction, and retention.

Leadership is crucial when it comes to achieving sustainability and change. It is also crucial in triggering the implementation process. Self-evaluation forms a crucial portion of a leader's profile as well as a base for the entity's leadership (Borkowski 2011, p.156). When a leader totally understands his/her own behavior, then a comprehension of the organizational behavior is certain. This forms the initial step in drafting an effective organizational behavior. This calls for a strong sense of self-discipline on the part of the leader. The leader should not forget to continuously self-evaluate himself. Leaders should establish high standards for themselves. This way, they could easily lead their staff in the same principle. This kind of organizational behavior could lead to the culture that encourages everyone to own the problem of the organization. This provides a platform to self-manage and practice self-leadership.

An organization short of transformational leadership and communicational skills could jeopardize the performance of the organization. This could result to a great degree of workers related stress and turnover. The style of leadership can influence the organizational's communication tendencies (Adler & gundersen 2008). This effect can also be felt the levels of team spirit, the social distance, and interdependence. Despite the nature of the strategy developed by an organization, the teams should strive to execute the assignments given. The failure or success of the organization is determined by the clarity of the communication channels. The channels are responsible for conveying the assignments to the team and managing the co-ordination of their performance. All the teams should develop an interchange that reflects the campaign at hand. This should also include the personality traits of the team members. This accumulates an ample level of solidarity that is comes in handy in the course of implementing the objectives of the organization (Staw 2006).

Borkowski (2011, p.321) maintains that the behavior of an individual depicts the attitude and personality of the individual in any setting. The control of an organization should strive to maintain health individual behaviors within the organizations. This is crucial in maintaining a healthy behavior as it reflects the relationships of the employees toward their co-workers, bosses, seniors, and subordinates. Individual behavior reflect the connection and dedication of the employee toward his duty (Borkowski 2011, p. 655). A healthy behavior could come in handy in the face of job recognition, promotions, appraisals, or increments. On the other hand, weak individual behaviors result to poor organizational behaviors as well as a poor performance.

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